Case Study: Ceylon Bscuits Limited

Ceylon Biscuits Limited

Ceylon Biscuits Limited (CBL) is one of the fastest growing and largest company in Sri Lanka that manufactures and markets many leading brands in biscuits, confectionery, cereal, organic fruit products and many other categories globally. CBL provide food to big foreign market. It has a global existence across all continents recognized as an innovation led producer.

Today CBL group’s main business is food manufacturing.Firstly of all it was manufacturing only biscuits under the brand of Munchee.Then the company decided to move manufacturing chocolates,cakes,jelly.Chocolate manufacture under the brand name of Ritzbury, and cakes manufacture under the brand name

There are five factories in Pannipitiya, Ranala, Minuwangoda, Ratmalana and Kandy and over 2000 workforce is employed within the group

VISION AND MISSION

Vision of the Ceylon Biscuits Ltd is to become leader in confectionery in South Asia with a global presence and recognition. As a privately owned group of companies,CBL group has no clearly explicit mission. Instead what the company CBL does is adapting set of marketing objectives, like increasing market share of a certain brand by some percentage for achieving each year

Strategies

During the recent history CBL, the group has won several awards giving testimony to excellence performance of the company.

With those awards CBL group has become the strongest food brand currently in Sri Lanka. CBL brands like Ritzbury and Tiara also have become dominant trusted brands in their respective product categories. One of their main strategies is keeping strong brand images of CBL products. The groupname CBL itself is becoming a trusted brand for quality in the Sri Lankan

The management of the cbl decide to create a pleasant Environment for their employees. Their employees spend a large chunk of their lives working in their office, so they should try to make the office and factories look as friendly and appealing as possible. In CBL, the employee turnover problems are very low. It means that the CBL maintain a good working environment for their workers. The managers and the supervisors of CBL have built a good relationship with their lower level employees. So that the problems in between them are very low. The supervisors and the managers of CBL are aware of how their actions and decisions are affect the mindset of their employees. The goal of talent development is to maintain a competitive advantage for their business. Employees want to know that there are growth opportunities within the organization. Mentorship programs help to facilitate development activities through allowing newer employees to shadow more tenured staff. If an employee feels that there is a long-term plan for them within your organization that will afford them opportunities that align with their professional goals, they will be more apt to stay with your organization for the